20 The Company appreciates that you provide a minimum of two week's notice of your resignation, however, the Company is not obligated to continue your employment after notice has been given. Provide a written resignation letter or email to your Manager. If you provide less notice than requested, the Company may deem you to be ineligible for rehire, depending on the circumstances of the notice given. FINAL PAY: The Company will pay separated employees in accordance with applicable laws and other sections of this handbook. Notify the Company if your address changes during the calendar year in which resignation occurs to ensure tax information is sent to the correct address. RETURN OF PROPERTY Return all Company property at the time of separation, including uniforms, cellphones, keys, tools, laptops, credit cards, field equipment, and ID badges. Failure to return some items may result in deductions from your final paycheck where state law allows. 5.11 Standards of Conduct New England Security wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our employees, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules. While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge employees for any reason permitted by law. Examples of inappropriate conduct include: • Violation of the policies and procedures set forth in this handbook. • Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances. • Being under the influence of alcohol during working hours on Company property (including in Company vehicles), or on Company business. • Inaccurate reporting of the hours worked by you or any other employees. • Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the Company or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records. • Taking or destroying Company property. • Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization. • Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or customer. • Disclosure of Company trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of the Company or its customers, contractors, suppliers, or vendors. • Refusal or failure to follow directions or to perform a requested or required job task.
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